If your spouse is enrolled in Medicare and you are enrolled in an HSA medical plan through XPO, you are still able to contribute and receive funds into your HSA for yourself and any dependents who are not enrolled in Medicare.

XPO is required to perform tests on the Health Care FSA and Dependent Day Care FSA to ensure the accounts do not favor participants who are considered highly compensated under federal tax law. If the tests are not satisfied, pre-tax contributions of higher paid employees may be reduced. If a reduction in pre-tax contributions is necessary, the plan administrator will notify the affected employees.

All four plans use the same network of providers, cover the same services, cover preventive care at 100% and protect you against major expenses. Both PPO plans are copay-based plans with coinsurance. Both HSA plans are coinsurance-based and paired with a Health Savings Account (HSA). XPO contributes to the HSA Plus plan ($500/$1,000) based on coverage level (Individual/Employee + One or More, respectively). You can also contribute to the HSA Plus to help cover out-of-pocket expenses with pre-tax dollars.

The Health Care FSA is a tax-free spending account to pay for eligible medical, dental and vision expenses. The Dependent Day Care FSA is a tax-free spending account designed to pay for eligible day care expenses for a dependent under 13 years of age and can be used for elder care. Please visit the PayFlex website for a list of eligible expenses under both plans.

Please see the list of providers by clicking here.

Visit myXPO for all things HR including questions on your paycheck, timekeeping, plan enrollment and eligibility, 401(k) and more. Contact the benefit providers for questions regarding coverage under the plan(s) or questions on claims.

If you have not accessed myXPO, you are considered a new user. If you are visiting myXPO for the first time or are having trouble, you may need to register or reach out to the IT Help Desk at 855.XPO.MYIT (855.976.6948) or XPOITServicedesk@xpo.com. When registering, you will need to answer a series of questions to validate your account.

Make sure to retain your myXPO user ID and password for the next time you call the XPO Benefit Center or access the site when outside of the XPO network.

Imputed income is the value of certain employee benefits added to your taxable income and reported on your W-2 Form. You may have imputed income if the value of your XPO-provided life insurance exceeds $50,000. The value of these benefits is added to your taxable income and reflected on your paycheck and W-2 Form as earnings.

You can request a loan from your 401(k) if you are an active employee who does not have two outstanding loans. You can borrow a minimum of $1,000 and a maximum of 50% of your 401(k) balance, up to a maximum of $50,000 minus your highest outstanding loan balance in the plan in the last 12 months. Please contact Fidelity for more information.

You can request a hardship withdrawal from your 401(k) Plan if you have an immediate and heavy financial need. Please contact Fidelity to see if your circumstances qualify.

You and your covered spouse can avoid the tobacco surcharge by completing an approved tobacco cessation program. Learn more here.

This site is where you can learn about benefit changes, choices and costs. You can also visit myXPO to review more information about your choices.

You’re not alone if you’ve ever wondered why we have two websites about XPO benefits. This site, XPOBenefits.com, is an open, informational site, whereas myXPO is a secure, transactional site that is your go-to place when you need to enroll in your benefits, update your personal information and more.

• As a new employee at XPO, you have 45 days to enroll. Coverage is effective on your date of hire.
• If you have a Qualifying Event during the year, you can make changes within 45 days of that event.
• Current employees will have the option to enroll each fall.

To enroll online, log in to myXPO (see link in CONNECT WITH BENEFITS at the bottom of this page) and click XPO Benefit Center. You can also enroll by phone by contacting the XPO Benefit Center.

You can confirm your enrollment has been processed online when you click CHECKOUT. Please print a confirmation statement for your records.

Your new hire and Open Enrollment elections will remain in effect for the year. However, if you experience a Qualifying Event during the year, you will have the option to make changes to certain pre-tax benefits appropriate for the type of life event. Changes from a Qualifying Event must be made within 45 days from the event date through myXPO or by calling the XPO Benefit Center.

See Changing Your Benefits for more information.

If your enrollment window is still open, you can go back to myXPO and change your elections online. After your window has closed, you would need a Qualifying Event to make a change until the next Open Enrollment period.

If you don’t enroll within 45 days of your date of hire, you will automatically be enrolled in:

• NO MEDICAL COVERAGE
• Short-Term Disability Insurance
• Long-Term Disability Insurance
• Basic Life Insurance

After your enrollment is processed, it could take up to three weeks to receive your new ID card. If you need an ID card prior to this time, please contact Anthem or print a temporary card from the Anthem website.

Review the medical plan and prescription drug plan comparison charts. A Summary of Benefits and Coverage (SBC) is also available for each XPO medical plan. SBCs provide standard information, making it easier to compare medical coverage on an “apples to apples” basis. The SBCs can be found on myXPO. You may request a free paper copy of the SBCs by calling the XPO Benefit Center.

Similar to other things like the PTO policy, we align the cost of health benefits provided to all employees based on their employment status.

Deductibles and copays help control costs. XPO will continue to subsidize a large portion of your medical coverage costs as well as pay 100% of in-network preventive care.

The Basic HSA deductible for Employee + One or More coverage is $5,000 in-network and $10,000 out-of-network. All eligible in-network and out-of-network expenses from covered family members apply toward the deductible. For example, if just one family member has $5,000 in eligible in-network expenses, the deductible is considered met for all family members for in-network expenses. However, coinsurance for out-of-network expenses would not be met until the $10,000 out-of-network deductible has been met. Remember, no coinsurance applies in the Basic HSA until the family deductible is met.

The HSA Plus deductible for Employee + One or More coverage is $3,500 in-network and $7,000 out-of-network. All eligible in-network and out-of-network expenses from covered family members apply toward the deductible. For example, if just one family member has $3,500 in eligible in-network expenses, the deductible is considered met for all family members for in-network expenses. However, coinsurance for out-of-network expenses would not be met until the $7,000 out-of-network deductible has been met. Remember, no coinsurance applies in the HSA Plus until the family deductible is met.

The Basic PPO deductible for Employee + One or More coverage is $2,500 in-network and $5,000 out-of-network. All eligible in-network and out-of-network expenses from covered family members apply toward the deductible. Each family member has his or her own individual deductible and a family deductible, and coinsurance begins when either of those have been met.

The Classic PPO deductible for Employee + One or More coverage is $1,500 in-network and $3,000 out-of-network. All eligible in-network and out-of-network expenses from covered family members apply toward the deductible. Each family member has his or her own individual deductible and a family deductible, and coinsurance begins when either of those have been met.

All eligible in-network and out-of-network expenses from covered family members apply toward the in-network $10,000 and $20,000 out-of-network out-of-pocket maximum. However, an individual family member will not be required to meet more than $7,150 of the family maximum before that individual’s claims are covered at 100%.

All eligible in-network and out-of-network expenses from covered family members apply toward the in-network $10,000 and $20,000 out-of-network out-of-pocket maximum. However, an individual family member will not be required to meet more than $5,000 of the family maximum before that individual’s claims are covered at 100%.

You are able to use preventive care services once per calendar year.

Prescription drugs are subject to the deductible first, which means you pay 100% out of pocket until you meet the deductible. After that, coinsurance applies to prescription drugs, except for generic preventive drugs (as defined by CVS Caremark), which are not subject to the deductible.

There is one deductible for all covered expenses in the HSA plans. Anthem and CVS Caremark will exchange data each day to coordinate information on claims to ensure your benefits are paid properly.

With the PPO plans, you don’t have a deductible for prescription drug benefits. You will pay a copay or coinsurance when you fill a prescription.

Yes. When you enroll online, you’ll be asked about tobacco use. Tobacco users will have a $100 monthly surcharge added to their medical contributions to offset potential increased medical costs from tobacco use. The surcharge currently applies if you or one of your covered family members uses tobacco products.

Yes. XPO offers the Tobacco Free program through Anthem, which is free and available to employees, covered spouses and dependents age 18 or older. Learn more here.

You have a choice between two dental plans. Both plans cover the same services except for orthodontics for children. Premiums for Dental Basic are lower than those of Dental Choice.

If you see an in-network dentist, both plans cover services at the same level. Diagnostic and preventive care are covered at 100%, restorative services are covered at 80%, prosthodontics are covered at 50% and orthodontics are covered for children at 50% (up to a $1,500 lifetime maximum for the Dental Choice plan). The only difference is that orthodontics are covered for children under Dental Choice.

If you go to an out-of-network dentist, he or she can bill you for any amounts above the negotiated MRC.

You have a choice between two vision plans. Both plans cover the same services, except for prescription safety glasses. Paycheck deductions for Vision Basic are lower than those of Vision Buy-up. For more information, review the Vision section. You can also speak with VSP (the vision plan provider).

No. FSA funds do not carry over into the new year. Claims incurred in one year must be submitted to the administrator by the end of the annual grace period, March 31 of the following year. See the FSA section for more information.

PayFlex administers the FSAs for XPO.

When you purchase your OTC medication, include your receipt as well as the doctor’s prescription for that item when you submit your FSA claim. Remember that only certain items require a doctor’s prescription, and you can still submit expenses for supplies such as crutches, bandages and blood sugar test kits without a prescription.

The Basic Life and AD&PL benefit varies depending on your employment status, e.g., hourly or salaried. For more information, visit myXPO.

If you are currently enrolled in coverage, you can increase your coverage — up to the guaranteed issue — without Evidence of Insurability. Any increase above the guaranteed issue amount may require Evidence of Insurability.

The imputed income amount is based on the amount of coverage over $50,000 for the basic life insurance benefit. So, if your benefit amount is $75,000, the imputed income calculation would be based on $25,000 ($75,000 – $50,000). The rate used for imputed income is calculated from age-based IRS tables. Imputed income will be reported on your W-2.

Yes. XPO allows employees to reduce coverage to avoid imputed income. Call the XPO Benefit Center if you want to avoid imputed income.

Our life insurance carrier provides discounted rates to non-tobacco users because they are a lower risk than people who use tobacco products.

We believe that when employees feel better, they help make the company better. That’s why we offer employee benefits and programs that allow you to focus on your health and wellness. This includes Employee Assistance Program counselors, a free tobacco cessation program and free health coaching.

Also, our medical plans provide 100% coverage for eligible preventive care visits. Our Anthem LiveHealth Online team is specially trained to understand XPO’s health plan benefits and programs. The team’s goal is to help you have the best possible outcome for any health issue and get the best value from your benefits.

Health care reform requires each state to have an online exchange or “marketplace” where health insurance can be bought directly from insurance companies by residents of that state. The federal government will run marketplaces in states that choose not to set up their own.

You are required to have a minimum level of health coverage for you and your tax dependents. This is referred to as the “individual mandate” under the Affordable Care Act (ACA). You have the option to buy health insurance from your state’s marketplace. However, although federal tax credits may be available to lower the cost of marketplace coverage, most XPO employees are not eligible for a federal tax credit because they have access to affordable health coverage from XPO. If you are eligible for XPO health coverage, depending on the coverage you choose, XPO health coverage may be more comprehensive and less expensive because XPO pays most of the cost for you.

Details on marketplace plans, and the insurance companies that offer them, are available on the marketplace websites. There are two key differences in how you pay for health coverage under the XPO and marketplace plans:

Yes. All health plans are required to provide plan details in a simple, plain-English format called Summaries of Benefits and Coverage that makes it easier to compare coverage from different plans. You will be able to use the information we give you during Open Enrollment each year to compare XPO plan features and rates with plans offered on your state’s marketplace.

Yes. The federal government provides a subsidy in the form of a tax credit based on a sliding scale of household income and dependents. However, even if your household income falls within the subsidy range, you and your dependents are not eligible for the federal tax credit if you are eligible for XPO health coverage because XPO offers an “affordable” option, as defined by the ACA, for Employee Only (Individual) coverage.

The marketplace includes plans that cover as much as 90% and as little as 60% of eligible expenses. Also, network doctors and hospitals may be different from one plan or region to another. As a result, some marketplace plans may be less expensive than XPO plan options.

However, keep in mind that XPO subsidizes 80%, on average, of the cost of health coverage for eligible employees and their families. Because the XPO Employee Only (Individual) coverage level is affordable under the ACA, you are not eligible for the federal tax credit even if your family income meets the subsidy criteria, and even if the federal subsidy is greater than XPO’s subsidy.

Likely, not much. If you are eligible for health coverage under the XPO plan, you can participate in the XPO plan just like any other year. If you decide to enroll in one of the marketplace plans, be aware that you won’t be eligible for a federal subsidy, and unless you have a Qualifying Event, you won’t be able to re-enroll in the XPO plan if you remain eligible for XPO benefits.

If you are not eligible for health coverage under the XPO plan, you may want to enroll in other health coverage. You can enroll through a family member’s employer plan or through your state’s marketplace. Before you decide, visit the marketplace to determine if you are eligible for a federal tax credit.

Go to www.healthcare.gov. From there, you can explore your state’s marketplace or call 800.318.2596 (TTY: 855.889.4325). If you have further questions, visit or call the XPO Benefit Center.

Typically, your HSA will be set up automatically after you enroll in an HSA medical plan option as a new employee. Fidelity will provide instructions on verifying certain information before opening your account. You must have an open account for your payroll contributions and XPO’s contributions to be deposited.

If you are new to the HSA, Fidelity will send you information on accessing your account shortly after your enrollment.

XPO contributions to the HSA Plus option are made in two installments: 50% in January and 50% in July. If you are a new employee, your XPO contribution will be prorated based on your hire date and made within the quarter of the effective date of your coverage. Your account must remain open to receive contributions.

XPO’s contribution will be based on your coverage level and HSA enrollment status on the first day of the calendar quarter, and again on the first day of the third quarter. In this case, you will receive:

• $125 (1/4 of $500) in the current quarter and
• $250 (1⁄4 of $1,000) in the following quarter since you had Employee + One or More coverage on the first day of that quarter.

Generally, XPO’s contributions are not taxable. If you are a California or New Jersey resident, XPO’s contributions to your HSA may be subject to some state taxes.

For 2023, you can contribute from $500 to $3,850 if you cover yourself or to $7,750 if you cover your family. If you are age 55 or older and not enrolled in Medicare, you can make additional “catch-up” contributions up to $1,000 in 2023. Your maximum contribution amount is offset by the amount XPO contributes to your HSA if you enroll in the HSA Plus medical plan.

You can contribute in two ways: When you enroll through myXPO, you can elect to contribute pre-tax money from your paycheck to your HSA. Your contributions will be divided over the pay periods in the year and deducted from your paycheck. Your account must remain open, and you must be actively employed to receive contributions to your account. You can also make non-payroll contributions through your online HSA. Non-payroll contributions are made post-tax but can be deducted at tax time.

You will be able to start using your HSA funds after the first contribution (either your contribution or XPO’s contribution) posts to your account.

Yes. To change your contribution rate, click CONNECT WITH BENEFITS at the bottom of this page.

You have a few options. You can:

• Use the health care payment card from Fidelity to access your HSA funds
• Pay providers directly on the Fidelity website
• Pay for eligible expenses with any other form of payment and request a reimbursement from your account

No. It’s a prepaid card with a spending limit up to the balance of your HSA at that point in time. When paying for an eligible expense, swipe the card and select “credit.” There is no PIN (personal identification number) for your card, so be sure to keep track of your card to avoid misuse.

The card can be used nationwide at qualified providers and merchants — pharmacies, doctors’ offices, vision centers and hospitals — wherever it is accepted. Visit Fidelity’s website for a list. Your card should be used only to pay eligible expenses.

You can pay for a range of eligible expenses you and your covered family members incur in your health care plans, including doctor’s office visits, prescription drugs, dental and vision exams, contacts and glasses. Because HSA money is tax-advantaged, the IRS determines which expenses are eligible. See IRS Publication 969 for a complete list of eligible expenses.

Examples include cosmetic surgery, health club memberships, teeth whitening and over the-counter medicines purchased without a prescription. For a complete list, see IRS Publication 502.

You will have to pay income taxes on the amount. If you are under age 65, you will also pay a penalty of 20%.

Yes. Always keep your receipts because the IRS may require you to prove the money was used for eligible expenses.

No. You can only enroll in the Health Care FSA if you elect the Basic PPO or Classic PPO medical option.

Yes, for eligible health care expenses only if they are enrolled in another qualified high deductible medical plan. For your children, you can only use your HSA to cover their eligible expenses if you can claim them as a dependent on your federal tax return (you can still cover eligible children up to age 26 under your medical plan, regardless of tax dependent status).

Yes. You can invest your balance in any investment option offered through Fidelity. Money you invest is subject to gains and losses based on your investment choices. Also, as with other investment accounts, your invested money may not be immediately available for withdrawal, and investment fees will apply. Visit the Fidelity website for details.

Yes, the unused balance automatically rolls over year after year. You won’t lose money if you don’t spend it within the year.

No. You can transfer your balance to another HSA administrator or leave it with Fidelity. It’s your choice.

You can continue to use your account tax-free for out-of-pocket health care expenses. When you enroll in Medicare, you can use your account to pay Medicare premiums, deductibles, copays and coinsurance under any part of Medicare. You can also use HSA funds to pay for things other than medical expenses, but you’ll pay income taxes on those expenses.

You are not eligible to make contributions to an HSA after you have enrolled in Medicare. If you had an HSA before you enrolled in Medicare, you can keep it and continue to use your HSA to pay for eligible expenses.